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adult education instructors.
The policy “shall become operative” at the expiration of any collective
bargaining agreement in effect on September 24, 2012 and must be
included in the renewal or extension of the agreement.
The evaluation must be completed by a credentialed evaluator by May 1
each year, and a written report given to the teacher by May 10.
Measures of academic growth shall include “the value-added progress
dimension” or an alternative student academic progress measure, and
the policy must require one evaluation each year, and that evaluation
must consist of at least two 30-minute observations with conferences
(plus any additional “walk throughs).
Also, a board may adopt a resolution to evaluate a teacher rated as
“accomplished” (the highest rating) once every three years so long as
the teacher’s student academic growth measure is “average” or higher
for the most recent school year for which data are available.
In addition, a board may adopt a resolution to evaluate a teacher rated
as “skilled” (the second highest rating) once every two years so long as
the teacher’s student academic growth measure is “average” or higher
for the most recent school year for which data are available.
If the board elects not to evaluate accomplished and skilled teachers
annually, the law still requires that the teacher receive at least one
observation and at least one conference with a credentialed evaluator
each year.
If the board may wish to declare its intention not to re-employ a teacher,
the teacher must be observed at least three times during the year (rather
than two observations as for all other teachers).
There are two exceptions to the scheduled evaluations, if the district
chooses. The first is for a teacher who is on leave for 50% of more of the
school year. The second is for a teacher whose retirement has been
accepted by the board not later than December 1 of the school year in
which the evaluation was to be conducted. In both cases, the district
may elect not to conduct an evaluation of such teachers in that particular
year.
An exception to the two observations per year is for teachers who
received most recently a rating of accomplished. In that case, the board
may adopt a resolution to require only one observation provided that the
teacher completes a project that has been approved by the board to
demonstrate the teacher’s continued professional growth and practice at
the accomplished level.
The evaluation policy procedures must provide for the use of evaluation
results for retention and promotion decisions and for removal of poorly
performing teachers. In the case of a reduction in force, seniority cannot
be used in deciding to retain a teacher, except when considering
teachers who “have comparable evaluations.”
If the board does not elect to use the alternative framework (see below),
among the multiple evaluation factors required in the evaluation
framework is a requirement to include student academic growth, which
shall account for 50% of each evaluation. This factor could be the value-
added progress dimension (if applicable to the grade level or subject
area taught by the teacher) or an alternative student academic progress